Outreach Manager — Substance Use Disorder; Washington

Why Accountable

Accountable is a new kind of support for substance use recovery and sobriety. Every member is matched with a certified peer recovery coach who has been through recovery themselves, supported by daily breathalyzer monitoring, remote drug testing, and recovery groups, all delivered virtually. People come to us in different ways. For some it's the step down after treatment, when structure falls away and relapse risk peaks.

For others it's ancillary support that runs alongside a clinical program, therapy, or 12‑step work. And for a growing number it's the first step: they want a different relationship with alcohol and need structure and someone in their corner to build it. The company was founded by people in recovery. More than 10,000 members have come through the program, and coverage is expanding across every payer segment.

You'll run referral growth for Washington, one of our growth states, where the need for recovery support has grown faster than the infrastructure to meet it. You'll lead a team of field Territory Managers, each working a defined territory, while carrying your own book of the state's most strategic referral accounts. We're building this in real time: territory manager hiring is underway, the territory model is drafted, and our CRM is live.

You'll inherit some of that mid‑stream, own the rest, and answer for the state's number. To be clear about scope: a dedicated payor sales team owns insurance contracting. Your team owns referral demand — the treatment centers, clinicians, discharge planners, and community partners who send people to us.

Accountable is a growth‑stage company: more than 10,000 members behind us, coverage expanding across payer segments, and a field organization being built right now. That means real ownership — you'll build things that don't exist yet, and your results will be visible. People who perform get more scope, more territory, and more responsibility quickly. We work with urgency because the people who count on us can't wait, and we hold a high bar because the work deserves it.

First 90 days

• Get into the field immediately. Work the state's existing referral relationships yourself and shadow the enrollment and coaching workflow end to end before changing anything.
• Take over territory manager hiring already in motion: own the remaining hires, and make the final calls on your team.
• Pressure‑test the drafted Washington territory model and finalize it with the Director: hub markets, drive‑time territories, and the account universe for each.
• Set the operating cadence for your team in our CRM: activity standards, pipeline hygiene, and a weekly review rhythm.

First year

• Own the Washington referral number. Report monthly to the Director by territory and channel.
• Be a player‑coach in the fullest sense. Coach every territory manager to the best of their ability against their KPIs, plan and run team trainings, and stay current on how the best field sales teams are managed — then apply it here. When someone can't get there with real coaching behind them, manage them out with respect.
• Carry a personal book of strategic accounts: multi‑site treatment groups, health systems, drug courts, and the state's highest‑value referral relationships.
• Be in the field 3–4 days a week: joint calls with your territory managers, key account meetings, and in‑services.
• Own the state's events calendar: find the trade conferences and regional gatherings worth our time, get us speaking slots, and present at them — your territory managers should be able to put you in front of any room.
• Adapt the national playbook to Washington: the treatment‑provider map, county referral patterns, and the differences between the state's major markets.
• Keep CRM data clean across the team. Own data quality for the state's territory dashboards.
• Work within Accountable’s compliance standards to ensure compliant sales operations across your team.
• Set the ethical tone. No referral fees, no per-head arrangements, no patient brokering. You walk your team away from anything that smells like it, and you screen for it in every hire.
• Synthesize field trends and…